Assistant Director of Human Resources, People and Culture

The Opportunity

The Assistant Director of Human Resources, People & Culture is a key member of the Human Resources team and supports the Director of Human Resources, People and Culture in the development, implementation, and administration of HR strategies, programs, policies, and practices across Greenwich House.

The Assistant Director provides strategic and operational HR support to programs and departments and serves as a trusted advisor to managers, leaders, and employees. Key areas of responsibility include employee and labor relations, workplace investigations, performance management, talent acquisition, workforce planning, employee engagement, compliance, and organizational development.

The Assistant Director exercises independent judgment in managing day-to-day HR matters and partners with the Director on complex, sensitive, high-risk, or organization-wide matters. In the Director’s absence, the Assistant Director may provide day-to-day HR leadership within the scope of delegated authority.

This is an exciting opportunity for someone who is passionate about people and wants to be part of a mission-driven organization making a lasting impact in New York City.

Responsibilities

HR Leadership & Strategic Partnership

Partner with leaders to understand operational priorities, workforce challenges, and organizational needs and recommend appropriate HR solutions.
Advise managers and leaders on employee relations, staffing, performance, organizational structure, and other workforce matters.
Support the Director in implementing organization-wide HR strategies, policies, and initiatives.
Provide HR guidance during organizational changes, restructuring, program transitions, and leadership changes.
Promote consistent, equitable, and effective HR practices across Greenwich House.

Employee Relations & Workplace Investigations

Serve as a trusted HR advisor to managers and employees regarding workplace concerns, performance issues, conflict resolution, and HR policies.
Independently assess and manage employee relations matters and recommend appropriate courses of action.
Conduct timely, thorough, objective, and appropriately documented workplace investigations involving misconduct, harassment, discrimination, retaliation, policy violations, and other employee concerns.
Guide managers through coaching, disciplinary action, performance improvement plans, and other corrective actions.
Partner with the Director on complex, sensitive, high-risk, or precedent-setting employee relations matters.

Labor & Union Relations

Maintain productive and professional relationships with union representatives and leadership.
Develop and maintain working knowledge of applicable collective bargaining agreements (CBAs) and advise managers on their interpretation and application.
Partner with union leadership and management to address employee concerns, workplace disputes, grievances, and other labor relations matters.
Participate in grievance and labor-management meetings and assist in developing appropriate resolutions.
Support disciplinary and performance matters involving represented employees in accordance with applicable CBAs, policies, and employment laws.

Performance Management & Manager Development

Support the organization’s performance management process, including evaluations, coaching, feedback, and performance improvement.
Coach managers on effective supervision, documentation, communication, accountability, and employee development.
Assist managers in proactively identifying and addressing performance concerns.
Identify management development needs and support appropriate training and development initiatives.

Talent Acquisition, Workforce Planning & Retention

Partner with leadership to assess staffing needs and support workforce planning.
Support hiring managers throughout recruitment and selection, including job descriptions, interviews, candidate selection, and offers.
Support effective onboarding and integration of new employees.
Monitor turnover, vacancies, and workforce trends and recommend appropriate retention strategies.
Support succession planning and internal talent development.

Policy, Compliance & Risk Management

Interpret and administer HR policies and procedures consistently.
Assist with the development, review, implementation, and communication of HR policies and practices.
Maintain knowledge of applicable federal, New York State, and New York City employment and labor laws.
Identify potential compliance or employee relations risks and recommend appropriate action.
Support HR audits, documentation requirements, and other compliance initiatives.
Maintain appropriate confidentiality and documentation of sensitive HR matters.

Employee Engagement & Organizational Development

Partner with leaders to promote a positive, respectful, inclusive, and high-performing workplace.
Support employee engagement, retention, recognition, and organizational culture initiatives.
Utilize employee feedback, turnover information, and HR data to identify trends and recommend improvements.
Support leaders and employees through organizational changes and workforce transitions.

Compensation, HR Operations & Data

Partner with the Director on compensation reviews, salary recommendations, job evaluations, and internal equity considerations.
Provide guidance to managers and employees regarding compensation and benefits practices within established organizational guidelines.
Monitor HR metrics, including turnover, vacancies, employee relations trends, and other workforce indicators.
Prepare reports and provide workforce insights to support leadership decision-making.
Utilize HRIS and other HR systems to support accurate reporting, documentation, and HR operations.
Identify opportunities to improve HR processes, service delivery, and employee experience.

What You’ll Bring

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent relevant experience may be considered.
Minimum of 7 years of progressive Human Resources experience, including significant experience in employee relations, investigations, performance management, and compliance.
Demonstrated experience working in a unionized environment and supporting labor relations matters involving represented employees.
Working knowledge of collective bargaining agreements, grievance procedures, progressive discipline, and labor-management relations.
Experience partnering with union representatives and management to resolve employee concerns, grievances, and workplace disputes.
Strong knowledge of federal, New York State, and New York City employment and labor laws.
Excellent written and verbal communication skills and the ability to build productive relationships at all organizational levels.
Ability to manage sensitive and confidential matters with professionalism, discretion, and fairness.
Experience with HRIS systems, HR metrics, and workforce reporting.
Experience within a nonprofit, healthcare, education, social services, or community-based organization preferred.
SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification preferred.